EXPECT PERFORMANCE
Recently, we wrapped up an ongoing project for a large client. We designed the training to support and reinforce a major process change for the organization that will lead to significant savings in the coming years. This project meant changing some integral patterns and processes for many roles across diverse divisions. We are extremely pleased our client is already well ahead of its financial savings goals in the first year!
Read more
I’m often asked how to make training more effective, and I always share the five actions I think are critical to creating training that makes a difference. Read on to find out what five things I think are most important to effective training.
Read moreEvery developer, HR manager, or other individual responsible for training struggles with a lack of employee engagement in training. “It’s hard enough to get employees to complete required compliance training programs, so forget about getting them to complete anything optional,” is the sentiment we hear often from frustrated HR professionals. Why is it so hard to get employees to engage in training?
Read moreWhen you hired a training development vendor, you thought you asked all the right questions: What delivery methods do they offer? What is their experience? Can they meet our needs on time and on budget? What do my colleagues say about them?
The vendor delivered content and experiences beyond your expectations, and the participants loved it. Employees and managers alike responded with glowing feedback.
A few months later, you approached the C-suite with a request for more funds for another round of this well-received training.
And the answer came back: a resounding “no.”
Read moreThe truth is most employees have the same workforce training preferences and needs. One may be a “digital native,” but prefer learning that involves collaborating with others, practicing real-world skills, and receiving substantive feedback.
We don’t have a millennial learner challenge; we have a modern learner challenge.
Read moreSay you've identified a performance issue, analyzed the underlying causes of the gap, and developed a training program to address the gap. You've launched a pilot of the program that was met with a great response from the participants. After the program, you observe the pilot participants' behavior on the job and talk to their managers. The unanimous response is that your program changed their behavior for the better. Sound like a successful program, right? And it is. It just may not spell a success for the business.
Read more